However, if you're making a claim about discrimination because you're pregnant or on maternity leave, you don't need to prove that someone of the opposite sex has been treated more favourably than you. Employers can't discriminate based on sexual orientation, which means actual or perceived heterosexuality, bisexuality, homosexuality or gender identity or expression.
In relation to employment, there are limited exemptions from the SDA for religious institutions in relation to employment, and voluntary bodies in relation to membership and services. An example of discrimination because of gender reassignment is where a transsexual woman is asked for a Gender recognition certificate GRC when she shows evidence to her employer that she has changed her name and asks to have her records changed.
Discrimination against an individual because of gender identity, including transgender status, or because of sexual orientation is discrimination because of sex in violation of Title VII. Employers can't discriminate based on sex, unless sex is a bona fide occupational qualification that is reasonably necessary to normal business operations.
By Dec. Employer contributions for insurance, pensions, welfare programs, and other similar fringe benefits are lawful if their benefits are equal for men and women. Who enforces the law? Is it illegal to give different benefits to male and female employees?
Specifically, employers can't fail or refuse to hire, discharge, or otherwise discriminate in compensation or terms, conditions, and privileges of employment; however, they can hire and employ based on religion or national origin if this factor is a bona fide occupational qualification that is reasonably necessary to normal business operations.
Employers can't publish job advertisements that indicate preferences, limitations, specifications, examples of indirect sex discrimination in the workplace in Oakville discrimination based on race, color, creed, religion, national origin, sex, marital status, public assistance status, familial status, disability, sexual orientation, or age, unless a BFOQ exists.
Employers can't print or publish job notices or advertisements that indicate any preference, limitation, specification, or discrimination based on race, color, religion, national origin, sex, age 40 and olderor a qualified person's disability; however, such discrimination is permitted if religion, national origin, sex, age 40 and olderor disability is a BFOQ.
Emergency evacuation discrimination: Employers can't discharge or otherwise discriminate against employees who leave their workplace for a general public evacuation under an emergency evacuation order, unless they are employed as emergency services personnel and employers provide adequate emergency shelter for them or they are needed to provide for the safety and well-being of the general public including the restoration of vital services.
Business necessity: If an apparently neutral employment practice is discriminatory in effect, employers must prove that an overriding, legitimate business purpose makes this practice necessary to safe, efficient business operations; that the practice effectively accomplishes this purpose; and that no alternative practice exists to accomplish that purpose equally well with a less discriminatory impact.
Fair employment practices law: Employers can't discriminate based on race, color, religious creed, ancestry, age 40 and oldersex, national origin, a nonjob-related handicap or disability, or the use of a guide or support animal because of blindness, deafness, or a physical handicap, unless this discrimination is based on a bona fide occupational qualification BFOQ or applicable federal or state security regulations.
This is direct discrimination. She wants to reduce her hours so she can look after her child instead of using childcare.
Sex discrimination includes discrimination based on pregnancy. This could be considered harassment. In some circumstances, it may be possible for employers recruiting to a job in an organised religion to insist on only employing someone of a particular sex.